Enhance Employee Satisfaction Research Articles

Is “Individual Focused” Leadership More Effective And Satisfying Than “Group Focused” Leadership! An Empirical Research.

Purpose- The purpose of this paper is to explore the relationship between individual focused and group focused Transformational Leadership and outcomes measured in terms of extra effort, effectiveness and satisfaction through an empirical survey in three Indian industry segments. Transformational leadership is a leadership form which is fully evolved. Leadership is essentially motivating others but not coercing them. The focus of transformational leadership is to change the thought process of the followers to enable them to contribute their might for the organization instead of seeking rewards from the organization. Transformational leadership was explained in detail by James M Burns and was further elaborated by Bass and Avolio as consisting of five leadership constructs ie idealized influence related to the leader’s behaviors, idealized influence related to the leader’s attributes, inspirational motivation, intellectual stimulation, and individualized consideration. Process- Correlation between Transformational leadership and its impact in motivating people has been an interesting subject to evaluate. Bass and Avolio developed MLQ ( Multi factor leadership questionnaire ) to carry out such a study. This survey was carried out in a large Indian Paper and Paperboard manufacturing division, a tobacco division and an agri division of an enterprise of repute in which about 326 managers participated and the survey findings were subjected to statistical analysis. Findings-Transformational leadership is reputed to enhance employee satisfaction, motivation, technological innovation, and leader effectiveness ratings. While all of these have been proved by the survey quoted above, it was interesting to note the relationship between Individual focused leadership and Group focused leadership and the outcomes measured in terms of extra effort, effectiveness and satisfaction. Research limitations-In the empirical survey carried out, participants were males which is a limitation caused by non availability of lady managers. Originality/value-The current research compared the individual constructs of the Leadership style in terms of Individual focused leadership and Group focused leadership and each of the outcomes in detail and established their relationship.

Corporate Sustainability Initiatives in Gender Equality: Organizational Practices Fostering Inclusiveness at Work in an Emerging-Market Context

The objective of this paper is to explore through in-depth interviews the reasons why diversity management initiatives targeting women is an important strategic management issue for companies. Interviewed are the human resource managers of two of Turkey’s leading business groups: a manager from the HR department of one of Turkey’s largest banks and the deputy general manager of a non-governmental organization. The evidence suggests that these firms exercise carefully honed policies aimed at fostering gender equality and to that end engage in a variety of activities targeting various human resource functions. Their motives appear to be to reinforce their corporate image, enhance employee satisfaction, and reap such anticipated rewards as greater productivity and increased innovation capability. The importance of company leadership is underlined as an antecedent to the adoption of gender-equality focussed diversity management. The study may have important implications for building sustainable corporate brands, especially in the emerging-market context.

The mediating effect of trust on the relationship between high‐performance work systems and employee outcomes among Chinese indigenous firms

In this article, we explore the mediating effect of trust on the relationship between high‐performance work systems (HPWS) and employee outcomes. Using a mixed method design, we first conducted focus groups and interviews to gain an understanding of the HPWS in Chinese indigenous firms. Extracting data from the interviews, we then developed a survey which tested our hypotheses. As predicted, data from 907 questionnaires illustrated that employees’ perceptions of the impact of enacted HPWS on building the trust relationship between manager/supervisor and employee in Chinese indigenous firms have a positive effect on employee job satisfaction and intention to stay. The results suggest that organisations may influence how employees perceive manager trustworthiness. It is likely that organisations can design systems that address employee needs, build trust, enhance employee satisfaction and deter them from leaving.

Improving workflows in community pharmacies for competitive advantage

The purpose of this article is to provide a methodology for improving workflows in community pharmacies. Field research conducted at a community pharmacy along with academic literature in the areas of process management and workflow analysis form the basis for the conclusions and managerial implications provided in this article. The methodology illustrated in this article for improving workflows in community pharmacies can be used as a process enabler for enhanced efficiency and effectiveness through improved employee productivity, reduced labour cost, and enhanced employee satisfaction. The managerial implications regarding the methodology provided in the article can be used to facilitate a sustainable competitive advantage in the marketplace. The concepts presented in the article can be used by healthcare planners to improve the delivery of pharmaceutical goods and services within their organisations. This article begins to fill a void in the literature concerning how community pharmacies can continue to provide high quality patient counselling and remain profitable.

Corporate Social Responsibility and Firms' Resilience to External Disruptions

We propose that corporate social responsibility (CSR) serves as an intangible investment in stakeholder relationships to guard against external disruptions. Using a stylized model with customers’ and employees’ preferences for CSR, we hypothesize that CSR investment, while costly, helps firms recover from external disruptions. Using factory location data from the toxic release inventory (TRI) database to specify firms’ geographic distribution, we find that firms with higher CSR ratings are much less affected by major natural disasters in profitability. We then examine the customer and employee mechanisms through which CSR engagement shields firms against major natural disasters. We find that CSR helps firms survive major natural disasters by enhancing customer satisfaction, which leads to more stable post-disaster sales, and by enhancing employee satisfaction, which leads to higher post-disaster productivity.

Addressing the incremental risks associated with adopting Bring Your Own Device

Bring Your Own Device (BYOD) involves allowing employees to use their own mobile devices to access their organisations’ networks. Many organisations are embracing this trend as a means to cut information technology (IT) expenditure, enhance employee satisfaction, etc. However, these and other benefits come at a cost in the form of exposing an organisation to new risks. The aim of this research was to assist organisations to identify the incremental risks they could potentially encounter if they implement a BYOD programme and how they can reduce the risks directly related to BYOD to an acceptable level. An extensive literature review was performed to identify the risks which arise as a result of the adoption of a BYOD programme. COBIT 5 was identified as the most appropriate framework which could be used to develop possible safeguards to mitigate the incremental risks associated with a BYOD programme to an acceptable level. Safeguards were developed to address the risks.

Business Process Reengineering Resources and the Performance of Quoted Brewing Firms in Nigeria

The study examined the effect of Business Process Reengineering (BPR) resources on the performance of brewing firms in Nigeria. Following the Kassahun (2012) BPR perspectives, the study grouped BPR resources into financial, human and technological resources. A sample of 746 employees was randomly selected from a population of 3500 from five brewing firms quoted in the Nigerian stock exchange. The Likert-type instrument of five-point scale used for data collection has a Cronbach alpha coefficient of 0.85. The percentage frequency was used to examine the baseline information of BPR variables in brewing firms in Nigeria while OLS regression model analysed the effect of BPR on the performance of brewing firms in Nigeria. The study results showed that financial and technological resources were in adequate usage while human resources were moderate. Also, the performance of brewing firms in Nigeria at present is scored high in the five-point rating. The regression result indicated that BPR resources have 94% significant effect on the performance in brewing firms in Nigeria. Specifically, a positive influence was established such that financial resources (63%) has more influence, followed by human resources (20%) and then technological (19%). This implies that the use of resources is a veritable strategy to enhancing firm performance. Firms that follow the present wave of technological innovations will enhance their competiveness and survival rate. The study therefore concluded that BPR is a veritable tool to enhancing employee satisfaction, team work and cooperation, quality of service delivery as well as attainment of organizational strategic goals in brewing firms in Nigeria. The study however, recommended that firms in the brewing industry and other allied manufacturing firms should employ its resources in an adequately proportionate manner.

The structural relationship between TQM, employee satisfaction and hotel performance

PurposeThe purpose of this paper is to investigate the structural relationships between total quality management (TQM) and employee satisfaction and hotel performance.Design/methodology/approachA judgmental sampling technique was employed in this study. A total of 25 (four- and five-star) hotels were selected in four cities in Malaysia. A total of 625 questionnaires were distributed randomly to both employees and managers.FindingsThe results of this study showed that seven TQM constructs have significant relationships with employee satisfaction and hotel performance. Leadership and customer focus play significant roles in enhancing employee satisfaction and hotel performance.Practical implicationsEmployees who are highly satisfied with their jobs will be willing to support their coworkers. They will be loyal to their jobs and enhance hotel performance. Hoteliers must provide a friendly working atmosphere, as well as a blueprint and strategic map, to increase employee satisfaction and improve hotel performance.Originality/valueThis research study provides a substantial contribution to the hospitality management literature by explaining how TQM practices can be used as a predictor of employee satisfaction and consequently improve hotel performance. A better understanding of these relationships will help hoteliers in developing their marketing strategies to maintain the relationship with hotel customers.

Organizational justice and complaints in the US federal workplace

Creating fair workplaces has been a critical issue of management. Organizational justice in the workplace is expected to contribute to effective organizational functioning with enhanced employee satisfaction and commitment, whereas discrimination incurs substantial costs to organizations. Considering the importance of this issue, the current research seeks to explore several factors affecting discrimination in US federal workplaces, especially focusing on organizational justice as a managerial factor. Ordinary least squares regression analysis examines whether organizational justice decreases discrimination measured by the percentage of US federal employees who filed a complaint to the Equal Employment Opportunity Commission. The result demonstrates that managerial efforts to establish organizational justice pay off in the form of a decreased level of discrimination.

PENGARUH QUALITY OF WORK LIFE TERHADAP MOTIVASI KERJA DAN KEPUASAN KERJA KARYAWAN

This study aims to determine the effect on the Quality of Work Life Work Motivation and Job Satisfaction. The study was conducted at the Swastika Bungalows Sanur, with a sample of 60 employees who were taken withsaturated or census sampling method. Data analysis technique used is the technique of path analysis (path analysis). The results showed that the higher the Quality Of Work Life applied by the company, the higher employee motivation that impact on enhancing employee satisfaction with the results of path analysis showed that motivation positive effect in mediating the effect of Quality Of Work Life on employee job satisfaction so , the results of this study can serve as a reference for the company to improve the welfare of employees through increased job security, giving freedom to employees, and increased the incentive for employees to have an impact on increasing the productivity of the company.

Organizational Systematization Optimum Profitability by Systematic Management

Making a difference in organization or creating the very best product or service on the market or simply doing something loves to do. Furthermore, it seems that the emphasis on organizational empowerment as structure, tendency and systems has not yielded the desired results as some of the companies where these variables have been changed, after sometime, went back to experiencing declining performance. It is therefore obvious that more research needs to be done to identify characteristics that enhance organizational performance. There has been a longstanding bifurcation between the two with emotions labeled in pejorative terms and devalued in matters concerning the workplace. The form and structure of an organization's human resources system can affect employee motivation levels in several ways. Organizations can adopt various systematization optimum profitability humanistic approach empowerment practices to enhance employee satisfaction. This paper considers the systematic management. The strategic importance of workers is discussed and their interaction, as an asset, with other important organization assets. The basic methodologies for workers are then explained and their limitations are considered. The systematization optimum profitability revolution moves recording and analysis activities that were traditionally professional performance lines of activities focused to high operational content. The scientific and systematization optimum profitability progress, growth and internationalization of markets, processors are processes in which the accounting profession plays a leading role of systematic management.

Employee satisfaction and sustainable leadership practices in Thai SMEs

Purpose– Given previous findings that employee satisfaction contributes to firm performance and sustainability, this study examined the relationships between 23 leadership/management practices on employee satisfaction. It identified specific practices with significant effects on employee satisfaction. The paper aims to discuss these issues.Design/methodology/approach– Using a theoretical framework and questionnaire derived from Avery and Bergsteiner's Sustainable Leadership Model, data were collected from 1,152 employees in small- and medium-sized enterprises (SMEs) in Bangkok, Thailand.Findings– Overall, adopting sustainable leadership (SL) practices was related significantly to employee satisfaction, consistent with Avery and Bergsteiner's model. Twenty of the 23 SL practices were linked to enhanced employee satisfaction, the exceptions being independence from the financial markets, self-management and environmental responsibility. Specific SL practices predicted enhanced employee satisfaction more than others, the strongest predictor being high staff engagement. Other practices associated with employee satisfaction were: valuing employees, ethical behaviour, considered organizational change, a strong and shared vision, an enabling culture, and quality in products and services.Research limitations/implications– Considerable scope exists for future research into the relationships between individual and bundles of SL practices with employee satisfaction in different national, industry and other contexts. Further limitations are discussed in the paper.Practical implications– Managers of SMEs in Thailand and possibly in other contexts should consider adopting the SL practices shown to significantly enhance employee satisfaction and in doing so help sustain their business success.Originality/value– This study pioneered research into a gap in the literature about the SL and management practices that positively predict enhanced employee satisfaction, an area of importance to both leadership practice and research.

Visionary leadership at a Thai apparel manufacturer: surprising evidence?

Corporate leaders are exhorted to espouse vision, but little is known about how vision is realised by leaders at different levels in Southeast Asian manufacturing sector. The present study tests relationships between perceived vision communication, motivation of employees and organisational alignment among supervisors, and satisfaction of their immediate subordinates at a leading Thai apparel manufacturer. Findings indicate that aligning organisational systems to suit vision is directly predictive of enhanced employee satisfaction while, surprisingly, motivation and empowerment of employees, and vision communication are not significantly associated with employee satisfaction. Future research directions and managerial implications are discussed.

Fostering employee engagement in organisations: a conceptual framework

In recent times, the importance of employee engagement has been well acknowledged, but the understanding of the factors that impact engagement needs deeper study. This paper focuses on the existing literature on employee engagement and the engagement practices in leading organisations. Through the use of suitable concepts and practices, a conceptual framework has been developed that can help foster employee engagement in organisations. This paper brings into focus suitable propositions that need to be managed to enhance employee satisfaction and commitment. It also brings forth relevant propositions that organisations should consider to develop employee motivation and advocacy. The paper concludes that employee engagement can be fostered in organisations by focusing on the propositions given in the conceptual framework.

How Customer Satisfaction Affects Employee Satisfaction and Retention in a Professional Services Context

While retention of highly qualified employees is vital for professional services firms, prior research has largely neglected the role of customers as a driver of employee satisfaction and retention. Drawing on an experimental study and a dyadic field study, this article shows that client satisfaction is an important determinant of employee satisfaction, which in turn increases employee retention. Thus, for professional services firms, the common logic in relationship marketing that employee satisfaction affects client satisfaction can also be reversed. First, in line with balance theory, an attitudinal transfer occurs from the client to the employee which is stronger when both share the same opinion about their collaboration. Second, in line with Herzberg’s motivational theory, client satisfaction indirectly affects employee satisfaction by affecting the perceived appreciation the employee receives from the customer. These findings have three major managerial implications: First, investments into client satisfaction might pay off double by enhancing revenues and profit on one hand, and enhancing employee satisfaction and retention, on the other hand. Second, positive client feedback has positive effects on employee satisfaction and recognition. Third, these results suggest that marketing and human resource issues are intertwined in professional services firms. Thus, service firms should encourage ample communication and collaboration between these functions.

Perceived vision‐based leadership effects on staff satisfaction and commitment at a Thai energy provider

PurposeThis paper aims to examine relationships between vision realization factors (vision communication, motivation and empowerment of employees), employee satisfaction, and affective organizational commitment in a state‐owned energy provider in Thailand.Design/methodology/approachSubjects are drawn randomly from employees working at the Thai state‐owned energy provider who completed a questionnaire made up of valid and reliable instruments that measure each of the variables studied. Hypotheses are tested through a series of regression analyses.FindingsFindings indicate that vision communication, motivation and empowerment of employees, and follower affective organizational commitment are three direct predictors of enhanced employee satisfaction. Empowerment of employees and employee satisfaction are two direct predictors of employee affective organizational commitment. These findings indicate a reciprocal relationship between employee satisfaction and affective organizational commitment, with a stronger effect from employee satisfaction on affective organizational commitment than the reverse.Research limitations/implicationsHow supervisors empower and motivate their subordinates in the Thai state‐owned energy provider still needs a further investigation. The relationship between employee satisfaction and affective organizational commitment needs to be re‐examined by future research, using a different research design and statistical technique.Practical implicationsLeaders at all levels of the state‐owned energy provider should frequently communicate their vision to, motivate and empower their subordinates to enhance subordinate satisfaction and affective commitment.Originality/valueThe body of knowledge about vision‐based leadership in an Asian state‐owned energy provider is scanty. The present study contributes to this area.

Quality of Work-Life practice in chemical industries – Cuddalore (SIPCOT)

This study examines the relation between employees perceived Quality of Work Life (QWL) with life domains using spillover theory. For this study the subjects were employees from chemical industries at Cuddalore (SIPCOT). The QWL was measured using need satisfaction variables. The questionnaire was developed as to capture the needed information of the study variables. The sample size for this study was 227. The questionnaire was administered and reliability test was used to validate it. The regression analysis was done to find the level of influence on the dependent variables. The results showed that the employees who sensing higher level of QWL were sensing high level of job satisfaction, life satisfaction and general well-being. Fulfilling the needs of the employees by the organization can achieve higher level of QWL and organizational commitment from the employees. In the fast changing global market, all organizations have to face challenges and able to grab the opportunities; the dynamic organizations are surviving in the competition by making necessary changes in the working environment and policies. The organizations need to have competent work force for constant improvement for achieving higher productivity. For any organization the success depends upon recruitment of individual, motivating and retaining of current workforce to maintain the organizational status in the competitive environment. Quality of Work Life (QWL) is the favorable working conditions and workplace environment that enhance employee satisfaction by providing growth opportunity, job security and with rewards. QWL can be defined as the process of employees needs were addressed by an organization and the employees were included in the decision making process. QWL can be expressed as the degree to which organizational members able to satisfy their important needs through with their experiences in the organization. QWL emphasizes to identify and to improve the quality of professional and personal life of the employees. QWL can be viewed as an individual's evaluation of working life. When the employees has positive feelings towards the job and his prospects, is motivated and performs well. Many researchers experienced and demonstrated that improvement in quality of work life will increase in productivity and overall organizational effectiveness as also reducing absenteeism, grievances and industrial accidents.

“New Way of Working” at Siemens: internal social responsibility and positioning a firm as employer of choice

Siemens, a successful international company, is investing great sums to deal with increased competition, reinforced cost pressure as well as the need for increasing efficiency in its business. The company developed and edited a sustainability program that connects business orientations, resources and management and the companies’ interest groups. Only with satisfied and motivated employees, Siemens is able to meet its corporate objectives more successfully within a rapidly changing business environment. For that reason, Siemens tries to achieve sustainable working conditions, whereby working culture and working environment play a paramount role. On this account, Siemens felt compelled to establish a changing working culture by developing a new project “Siemens Office – New way of working” in order to enhance employee satisfaction that will strengthen Siemens’ rank as an excellent employer. This case study is aimed to figure out how far the positioning as an employer of choice could be attributed to an enhanced attractiveness of Siemens as an employer that results from an increased satisfaction of employees due to the establishment of a mobile working environment. Keywords: corporate social responsibility, employer of choice, human resources management, mobile working, works council DIESER TEXT IST NUR AUF ENGLISCH VERFUGBAR. Bitte wechseln Sie die Sprachanzeige (rechts oben), um das PDF anzuzeigen.

Gestión Lean en logística de hospitales: estudio de un caso

ObjectiveTo study the applicability of the principles of Lean Production to manage the supply chain of a hospital. In particular, to determine which Lean practices and principles are applicable, the benefits obtained and the main barriers for its implementation. Managing the hospital supply chain is an important issue, both for its effect on the quality of care and its impact on costs. MethodsThis study is based on a case study. Study period: 2005-10. Scope: Hospital Virgen Macarena in Seville. Process of implementing a comprehensive logistics management plan based on Lean principles and technological investments. ResultsThe implementation of the comprehensive plan has reduced inventory, decreased lead times and improved service quality. Also, there have been other important improvements: enhanced employee satisfaction and increased staff productivity, both dedicated to health and the logistics. ConclusionsThe experience analysed has shown the applicability and appropriateness of Lean principles and some of its techniques in managing the logistics of hospitals. It also identifies some of the main difficulties that may arise.

Organizational Renovation as Competitive Strategic Approach

The organizations, that are decisive for attaining market share, adopt renovation techniques, by implementing marketing strategies such as competition for lower price, promotion, confrontation with channels of distribution or simulation of competitors' acts and products. Competitive renovation is a response to opportunities, whereas competitive aggressiveness is a reaction to threats. This paper focuses on organizational renovation by competitive strategic approach implemented in high-performance organizations. It is argued that organizational empowerment has resulted in rapid diffusion of high per- formance practices Strategic approach especially those organizations functioning in the international area. The form and renovation of an organization's Competitive strategic approach can affect employee motivation levels in several ways. Or- ganizations can adopt various strategic approach practices to enhance employee satisfaction. Recognizing the importance of strategic approach in achieving flexibility in an international context expands the types of research questions related to the role of strategic approach functions in organizational performance, such as selection of competitive strategic approach, training, and compensation and performance appraisal.